As previously reported here, in November 2017, following the Office’s of Management and Budget (“OMB’s”) “immediate stay” of the EEO-1 pay data reporting requirement, the National Women’s Law Center (“NWLC”) and the Labor Council for Latin American Advancement (“LCLAA”) filed a lawsuit to reinstate the EEO-1 pay data reporting requirement, asserting OMB lacked the legal basis to stay the pay data reporting requirement.
This week, the OMB struck back with a motion asking the court to dismiss the NWLC/LCLAA lawsuit. OMB argued it has continuing authority to review the pay data collection requirement. Moreover, OMB contended the NWLC and LCLAA do not have standing to sue because neither have been impacted by the OMB’s decision to stay the requirement pending further review. OMB further argued that, in any event, the lawsuit was premature because it has not yet made a final decision on EEO-1 pay data collection.
Regardless of the ultimate fate of EEO-1 pay data collection, gender and race pay gap issues continue to be an area of focus. Jackson Lewis’ Pay Equity Resource Group will keep you updated with the latest developments.